1. Management, Organizational Policies & Practices Lecture 20 Dr. Amna Yousaf PhD (HRM) University of Twente, the Netherlands

2. Recap Lecture 19 1. Why workers form unions? 2. The collective bargaining process 3. Violations of good faith bargaining 4. Illustrate with examples bargaining that is not in good faith. 5. Conditions for good faith bargaining 6. Parties in negotiations 7. Bargaining items 8. Bargaining stages and process © 2007

3. Recap Lecture 19 9. Impasses, strikes 7. Mediations and Arbitration 8. Grievances 9. Develop a grievance procedure. 10. Labor Laws in Pakistan © 2005 Prentice Hall Inc. All rights reserved.16–3

4. Employee Safety and Health Lecture 20

5. Lecture Outline  Why Safety is Important  Occupational Safety Laws in Pakistan  Responsibilities and Rights of Employers and Employees  Top Management’s Role in Safety  What Causes Accidents? –Unsafe conditions and other work related factors  What causes unsafe acts?  How to prevent accidents? –Reducing unsafe conditions

6. Lecture Outline  Reducing unsafe acts by emphasizing safety  Reducing unsafe acts through –selection and placement –Training – motivation  Conduct safety and health audits  Workplace health hazards  Workplace substance abuse  Infectious diseases  Stress burnout and depression © 2005 Prentice Hall Inc. All rights reserved.16–6

7. Lecture Outline  Computer related health problems  Workplace smoking  Violence at work © 2005 Prentice Hall Inc. All rights reserved.16–7

8. © 2005 Prentice Hall Inc. All rights reserved.16–8 What Accidents Must Be Reported Figure 16–2

9. Importance of Safety Policy  Pakistani Federal Bureau of Statistics, the percentage of occupational accidents and injuries sustained during the 2010 – 2011 fiscal year was around 3.5% (1:30) of the labor force whereas the percentage in rural areas is 70% while in urban areas is 30%. –Agriculture (49.8%) – manufacturing (15.8%) –construction (13.0%) – wholesale & retail trade (10.3%) –transport/storage & communication (7.1%)  Implications: law suits, medical insurance claims, loss of employees and wastage of time. NPO Managem ent Course/C omplianc e6/9/2015 9

10. Health and Safety Laws in Pakistan  Factories Act 1934 –The applicability of Factories Act 1934 is eminent to all types of organizations as it acts as a baseline for the government and the organization to ensure compliance. The legal framework of Pakistan Factories Act 1934 consists of 39 essential clauses in Chapter (III) of the act that ensures the safety and health compliance.  National Labor Policy 2010 NPO Managem ent Course/C omplianc e6/9/2015 10

11. NPO Management Course/Compliance Safety and Health at Workplace: Duties and Rights  Employer’s responsibilities –Provide a safe and healthy workplace. –Set and familiarize with safety and health standards. –Ensure workplace conditions conform to safety standards.  Employer’s rights –Seek advice from government agencies. –Receive advice on safety and health regulations. 6/9/201511

12. NPO Management Course/Compliance Safety and Health at Workplace  Employee’s responsibilities –Follow all employer safety and health rules and regulations. –Report hazardous conditions to the supervisor.  Employee’s rights –Demand safety and health on the job without fear of punishment. 6/9/2015 12

13. NPO Management Course/Compliance Management Commitment  Accidents can be prevented by reducing accident- causing conditions and accident-causing acts.  Safety starts with management commitment.  Management to be personally involved in safety activities.  Give safety matters high priority.  Provide safety training to all workers.  Safety policy  Analyze accidents and take corrective / preventive actions. 6/9/2015 13

14. © 2005 Prentice Hall Inc. All rights reserved.16–14 Dealing with Employee Resistance  The employer is liable for any penalties that result from employees’ noncompliance with health standards. –Ways to gain compliance Bargain with the union for the right to discharge or discipline an employee who disobeys safety standard. Use positive reinforcement and training for gaining employee compliance.

15. © 2005 Prentice Hall Inc. All rights reserved.16–15 What Causes Accidents?  Unsafe conditions –Improperly guarded equipment –Defective equipment –Hazardous procedures in, on, or around machines or equipment –Unsafe storage—congestion, overloading –Improper illumination—glare, insufficient light –Improper ventilation—insufficient air change, impure air source

16. NPO Management Course/Compliance What Causes Accidents? 16–16

17. © 2005 Prentice Hall Inc. All rights reserved.16–17 Checklist of Mechanical or Physical Accident-Causing Conditions Figure 16–6 Source: Courtesy of the American Insurance Association. From “A Safety Committee Man’s Guide,” p. 1–64.

18. © 2005 Prentice Hall Inc. All rights reserved.16–18 How to Prevent Accidents  Remedy unsafe conditions  Emphasize safety  Select safety-minded employees  Provide safety training  Use posters, incentive programs, and positive reinforcement to motivate employees  Use behavior-based safety  Use employee participation  Conduct safety and health audits and inspections

19. © 2005 Prentice Hall Inc. All rights reserved.16–19 Cut-Resistant Gloves Ad Figure 16–8

20. © 2005 Prentice Hall Inc. All rights reserved.16–20 Employee Safety Responsibilities Checklist Figure 16–9 Source: Reprinted with permission of the publisher, HRNext.com, Copyright HRNext.com, 2003.

21. Unsafe acts Unsafe acts on the part of the employees  Smoking near inflammable Material  Processing at unsafe speed( too fast or too slow)  Tampering Machinery and Equipment  Using unsafe procedures  Bypassing Safety instructions  Throwing material (supplies, chemical)  Abusing, quarreling, fighting, teasing other employees etc © 2005 Prentice Hall Inc. All rights reserved.16–21

22. © 2005 Prentice Hall Inc. All rights reserved.16–22 Reducing Unsafe Conditions and Acts: A Summary Table 16–1 Reduce Unsafe Conditions Identify and eliminate unsafe conditions. Use administrative means, such as job rotation. Use personal protective equipment. Reduce Unsafe Acts Emphasize top management commitment. Emphasize safety. Establish a safety policy. Reduce unsafe acts through selection. Provide safety training. Use posters and other propaganda. Use positive reinforcement. Use behavior-based safety programs. Encourage worker participation. Conduct safety and health inspections regularly.

23. NPO Management Course/Compliance How to Prevent Accidents 2b. Reducing unsafe acts through selection –Screening through recruitment and selection stage to isolate traits that may predict accidents on the job 2c. Reducing unsafe acts through training 2d. Reducing unsafe acts through motivation –Safety posters serve as constant reminders but not a substitute for a comprehensive safety program –Incentive scheme reinforce positive attitude toward safety 6/9/2015 23

24. NPO Management Course/Compliance How to Prevent Accidents Behavior-Based Safety –Identifying the worker behaviors that contribute to accidents and then training workers to avoid these behaviors Use employee participation –2 reasons to get employees involved in designing safety program: People doing the actual job knows best Easier to get employees to accept safety program –Appointing employees as members of safety teams –Routine inspection on all premises for safety and health problems 6/9/2015 24

25. © 2005 Prentice Hall Inc. All rights reserved.16–25 Controlling Workers’ Compensation Costs  Before the accident –Communicate written safety and substance abuse policies to workers and then strictly enforce those policies.  After the accident –Be proactive in providing first aid, and make sure the worker gets quick medical attention. –Make it clear that you are interested in the injured worker and his or her fears and questions. –Document the accident; file required accident reports. –Encourage a speedy return to work.

26. © 2005 Prentice Hall Inc. All rights reserved.16–26 Workplace Health Hazards: Remedies  The Basic Industrial Hygiene Program –Recognition: identification of a possible hazard –Evaluation: assessing the severity of the hazard –Control: elimination or reduction of the hazard  Workplace hazards –Infectious Diseases –Alcoholism and Substance Abuse

27. © 2005 Prentice Hall Inc. All rights reserved.16–27 Workplace Exposure Hazards  Chemicals and other hazardous materials.  Excessive noise and vibrations.  Temperature extremes.  Slippery floors and blocked passageways.

28. © 2005 Prentice Hall Inc. All rights reserved.16–28 Dealing with Workplace Drug Abuse  If an employee appears to be under the influence of drugs or alcohol: –Ask how the employee feels and look for signs of impairment such as slurred speech. –Send an employee judged unfit for duty home. –Make a written record of your observations and follow up each incident. –Inform workers of the number of warnings the company will tolerate before requiring termination. –Refer troubled employees to the company’s employee assistance program.

29. © 2005 Prentice Hall Inc. All rights reserved.16–29 Workplace Substance Abuse and the Law  Types of drug tests –Pre-employment tests –Random tests –Post-accident –Reasonable suspicion –Return-to-duty testing

30. © 2005 Prentice Hall Inc. All rights reserved.16–30 Reducing Job Stress: Personal  Build rewarding, pleasant, cooperative relationships  Don’t bite off more than you can chew.  Build an effective and supportive relationship with your boss.  Negotiate with your boss for realistic deadlines on projects.  Learn as much as you can about upcoming events and get as much lead time as you can to prepare for them.  Find time every day for detachment and relaxation.  Take a walk to keep your body refreshed and alert.  Find ways to reduce unnecessary noise.  Reduce trivia in your job; delegate routine work.  Limit interruptions.  Don’t put off dealing with distasteful problems.  Make a “worry list” that includes solutions for each problem.

31. © 2005 Prentice Hall Inc. All rights reserved.16–31 Reducing Job Stress: Organizational  Provide supportive supervisors  Ensure fair treatment for all employees  Reduce personal conflicts on the job.  Have open communication between management and employees.  Support employees’ efforts, for instance, by regularly asking how they are doing.  Ensure effective job–person fit, since a mistake can trigger stress.  Give employees more control over their jobs.  Provide employee assistance programs including professional counseling.

32. © 2005 Prentice Hall Inc. All rights reserved.16–32 Burnout  Burnout –The total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal.  Recovering from burnout: –Break the usual patterns to achieve a more well- rounded life. –Get away from it all periodically to think alone. –Reassess goals in terms of their intrinsic worth and attainability. –Think about work: could the job be done without being so intense.

33. © 2005 Prentice Hall Inc. All rights reserved.16–33 Other Workplace Safety and Health Issues  Computer-Related Health Problems  Workplace Smoking

34. Violence at Workplace  Overly defensive, obsessive and paranoid employee  Overly confrontational or anti-social behavior  Sexually aggressive behavior  Isolationist  Insubordinate behavior  Tendency to overreact NPO Managem ent Course/C omplianc e6/9/2015 34

35. © 2005 Prentice Hall Inc. All rights reserved.16–35 Violence at Work  Steps to reduce workplace violence: –Institute heightened security measures –Improve employee screening –Provide workplace violence training –Provide organizational justice –Pay enhanced attention to employee retention/dismissal –Take care when dismissing violent employees –Promptly dealing with angry employees –Understand the legal constraints on reducing workplace violence

36. Dealing with Angry Employees  Make eye contact  Pay full attention to the employee  Be calm  Be honest and modest  Listen to the employee  Request for examples  Delicately and diplomatically define the problem  Inquire about the situation and feelings NPO Managem ent Course/C omplianc e6/9/2015 36

37. Thank You © 2007 Prentice Hall Inc. All rights reserved.